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Roles within Small Groups

COMM542.1OL-Group 1

Meet the group:

Elizabeth Andreasen

Micayla Day

Molly Gould

Paul Hyson

Nicholas Naylor

Meghan O'Meara

Nellie Teeling

Introduction

Introduction

Small group dynamics are developed over time, initial interaction of group members is critical to this development. Many college Professors assign small groups with members that are complete strangers to one another. Conducting an initial meeting that includes discussing roles or areas of responsability; can provide a head start on group development.

Knowing what roles can exist in a small group, defining those roles, and understanding how those roles can impact a group's performance is the goal of this presentation.

Leadership:

"Always do MORE than what is required of you"

-General George Patton

Nick N

Leadership Role

Leadership Role

The Leadership Role is a complex role, that brings together a combination of communication patterns, and behaviors that influence the functioning of a group and move a group toward the completion of its task.

The leader of a group generally steers a groups agenda or task through the act of being the facilator. The facilitation of leadership is accomplished through several different ways.

Nick N

Leadership is facilitated how?

Leadership is often facilitated through these factors:

Goal setting

Agenda making

Clarifying

Summarizing

Verbalizing consensus

Generalizing from specific ideas

All of these factors aim to steer a group to their goal with the help of contributors.

Nick N

Facilitation factors cont:

Leadership facilitation factors work to achieve the overall goal of the group, and also help guide group members in the right direction. A succesful use of facilitation factors allow a leader to keep the team focused, mediate conflicts, and ensure that individuals are held accountable.

Nick N

Qualities of Effective Leaders:

  • Communicative skills- A leader must be able to communicate clearly, precisely and effectively.
  • Sense of responsibility- A leader must have a sense of responsibility of the groups goals because only then can they can get maximum of capabilities exploited from a group. For this, they have to motivate themselves and arouse and urge to give best of their abilities. Only then they can motivate the rest of a group or team to do their best.
  • Objective- A leader has to keep a fair outlook which is free from bias and which does not reflects their willingness towards a particular individual. They should develop opinions and judgements based on facts and logic.
  • Integrity-Commitment to do the right thing for the right reason,

regardless of the circumstances.

Nick N

Task Roles

Focuses on the end game

Elizabeth A

What is a Task Role?

What is a Task Role?

Task roles are the direct contributors to the group’s completion of the goals or groups purpose. Typically in leadership positions who provide structure, motivation, information and the overall function of the group.

  • Elaborator
  • Information Seeker
  • Information Giver
  • Coordinator
  • Energizer

Elizabeth A

Elaborator

Will take into account others proposed ideas, opinions and suggestions and put them into better examples the entire group will follow.

Aides in developing those quick thoughts into meaningful contributions or sorting relevant or irrelevant ideas. Reducing them down to concise topic points to propel the group toward the set goals.

Elizabeth A

Information seeker/ Information Provider

Information Seeker:

Always wants more information, more facts, and further clarification. Wants to make sure all decisions are informed and backed by full understanding and knowledge.

Information Giver:

Offers their personal opinions and experiences in relevant areas to the group’s task at hand.

Elizabeth A

Coordinator/ Energizer

Coordinator:

Helps to link and clarify the Information provided by one member to another member. Can also facilitate the goings on of subgroups and the integration into the group’s main agenda

Energizer:

Helps get the group into action and promote the desire of wanting to do more as well as higher quality work

Elizabeth A

Individual Roles

Meghan O

Individual Roles

Individual Roles

Individual roles refer to roles taken on by one or more group members who are more interested in their personal success and recognition rather than the benefit of the group as a whole.

Because one or two individuals are not working toward the group goal, individual roles have a generally negative effect on the success of the group.

Meghan O

Individual Roles

There are several different forms of individual roles within in a group, all of which may lead to disjunction and conflict amongst group members.

These include the following:

  • Self-Confessor
  • Recognition Seeker
  • Help Seeker
  • Special Interest Pleader
  • Aggressor
  • Blocker
  • Dominator
  • Joker

Meghan O

Individual Roles

Aggresor - attempts to lower the status of other group members and may take credit for the work of others

Blocker - Stubborn, angry, negative, unreasonable and unwilling to compromise with the group

Dominator - attempts to manipulate other group members through flattery and other assertive behaviors, in order to ultimately assert authority over the whole group

Meghan O

Individual Roles

Recognition Seeker - frequently boasts about his or her own personal achievments rather than the success of the group

Self-Confessor - uses the group as an opportunity to express his or her own personal feelings, opinions and observations

Help Seeker - attempts to evoke a sympathetic response from other group members through frequent expression of low self-esteem and insecurities

Meghan O

Individual Roles

Joker - little to know interest in the group's task is shown through a serious of behaviors including telling irrelevant jokes, a non chalant or even cynical attitude

Special Interest Pleader - working or speaking for a group with a particular benefit to his or her interests and therefore are serving an individual need rather than the group's

Meghan O

Crisis Management within Groups

Molly Gould

What is conflict:

  • Conflict occurs when there is a disagreeme...

What is conflict:

  • Conflict occurs when there is a disagreement between two or more people
  • Expressed verbally and more often non-verbally with gestures
  • When two or more people want the same thing and cannot each have it and/or disagree on how to achieve it

What causes conflict:

  • Perception: Difference in outlook on the world, issues and management
  • Personality: Clashing characteristics between people
  • Knowledge: Difference in level can contribute to opposing attitudes
  • Culture: The way we relate to each other and our identities within a group differ.
  • Power: People with power will try to control others, others usually do not like to be controlled
  • Expectations: Disagreements about processes and procedures

Molly G

Types of conflict:

  • Pseudo Conflict: Misunderstanding
  • Result of poor communication
  • Managing: Communicate openly, ask questions for clarification, be an active listener

  • Simple Conflict: Basic Disagreement
  • People have a different opinion about issues
  • Managing: Focus on issues, use facts rather than opinions, compromise

  • Ego Conflict: Clashing Personalities
  • Arises in situations where people feel attacked and become defensive
  • Managing: Solve problems related to the issues, be an active listener

Molly G

Managing Conflict:

Avoidance: Ignoring disagreements to avoid conflict and confrontation

When conflicts are avoided, they escalate, ignoring the problem leaves it unsolved and room for growth. The only time conflict should be ignored is when the group needs to cool off, or take a break due to emotions.

Accommodation:

When group members give in to another’s wants to avoid controversy. This can create higher conflict for the person giving in because their needs are not met. If it is a trivial issue this can be a good solution to conflict in order to come to an agreement and move on.

Competition:

Usually occurs when people have/want power within a group. One person competing for control creates defensive behaviors in other members which is not ideal. This management style should only occur when someone feels very strongly about an issue and if the insight will definitely help the group achieve it’s goal.

Compromise:

Showing concern for others within a group while still getting your needs met is compromising. Compromise can be an issue if no one ends up with what they want, therefore it is lose-lose and no one is happy. Ideal way of managing conflict when an issue needs to be dealt with quickly.

Collaboration:

Problems are viewed as needing to be solved, not a win/lose game. This style take the most time, effort and skill but is also the most effective in resolving conflict and providing everyone with their wants/needs as best possible.

Molly G

Groupthink

Characteristics:

  • Conflict is avoided
  • Everyone jumps on the bandwagon
  • An illusion of agreement
  • Decisions made too quickly without thought to consequence
  • Critical thinking is not encouraged
  • Group is always right attitude
  • Peer pressure

Reducing:

  • Encourage critical thinking
  • Think independently
  • Get an outsider evaluation of group’s decision
  • Be sensitive to others statuses within the group
  • Someone plays Devil’s advocate
  • Subdivide to consider issues

Molly G

Communicating toward Agreement

Be other-oriented

Pay attention to the wants and needs of group members, set aside own desires to understand different ideas.

Stay on Track

Keep the group oriented toward the goal and avoid discussing issues that are irrelevant.

Promote Interaction

Generate honest dialogues with open discussions where everyone can express themselves comfortably

Molly G

Social and Maintenance Roles

Elizabeth A

What are Social and Maintenance Roles

What are Social and Maintenance Roles

Social and Maintenance roles are provided to keep the Interpersonal needs of all the group members. These members are strong and in touch with themselves and their surroundings and hone in on those skills. While providing the back bone to the environment and attitude of the group.

  • Supporter
  • Encourager
  • Summarizer
  • Gate-Keeper

Elizabeth A

Supporter/Encourager

Supporter

A member who communicates with the group as a whole or individuals during times of need. Assisting in a range of issues from, personal problems outside the group, as well as within the group setting. This position will typically do a follow up in some shape or form with group members to ensure their well being and keep the previous connections in tact.

This role is often something one falls into and usually does not get credit for the job they complete within the group.

Encourager

Similar to and sometimes intertwined with supporter, the encourager will praise the group members for their contributions. Is sensitive to others opinions and beliefs. Will entertain all different roles within the group and help make sure those with self doubt are able to step up and make them selves herd.

Elizabeth A

Summarizer

Keeps a documented record of previous meetings and engagements. So moving forward the group can stay on task to complete the set goals in the timeframe needed. Will sometimes aid in the facilitation of group discussions. To make sure that the topic at hand is helping the group directions and goals.

Usually helps if this person is detail oriented and can stay on task and focus, especially during the first stages of the group forming. This role will be vitally important throughout the entire process.

Elizabeth A

Gate-Keeper

This role is a key member in group involvement, helping to facilitate those who are usually shy or more of an observer personality within the group to speak up. Using the gentle encouragement of “We have yet to hear the opinions or ideas from Liz at this time.” Bringing that person to the light and helping them along, but not throwing them to drown in uncertainty. The Gate-Keeper also allows all the lines of communication to be open and known; so everyone can feel they are able to voice themselves .

Elizabeth A

Compromiser & Harmonizer:

Two Maintenance Roles

Two Maintenance Roles

Some roles within small groups are known as “maintenance roles”, meaning they are group-building positions whose priority is to maintain a positive group climate and productive work atmosphere. These roles are established formally or informally, and often occur as a response to the group’s needs (Beebe & Masterson, 2015, p. 105). Roles focused on maintaining a healthy and productive group are responsible for coordinating an exchange of information between parties, monitoring the emotional responses of group members and contributing positive solutions in order to ensure the group is high functioning. We will be discussing two of the most important roles an individual group member can assume, as identified by Kenneth Benne and Paul Sheats (p. 105): compromiser and harmonizer. These two roles are the most active in times of conflict and serve to ease group tensions in order to continue with a constructive dialogue. It would not be unreasonable for these two roles to be occupied by the same person.

Nellie T

Compromiser

Compromise:

a settlement of differences by arbitration or by consent reached by mutual concessions

b :something intermediate between or blending qualities of two different things (Merriam-Webster.com)

19th century United States senator Henry Clay earned the nickname

“The Great Compromiser” for his role as compromiser in infamously historic negotiations such as the Missouri Compromise of 1820, the Tariff Compromise of 1833 and the Compromise of 1850 (History.com).

Nellie T

Compromiser continued…

The individual who finds themselves in the role of “compromiser” is responsible for the following:

1) Conducting a constructive dialogue despite apparent conflict

2) Suggesting a solution that is agreeable amongst all parties

3) Consider suggestions of all group members (Beebe & Masterson, 2015, 106)

Some of the behavioral qualities a compromiser might demonstrate include:

1) Maintaining a calm disposition and level head during a disagreement

2) Confidence when conducting a dialogue between individuals of differing view-points

3) Capable problem solving skills despite various obstacles being presented

Nellie T

Harmonizer

While immediate definition of “harmony” might be in reference to the musical term, harmony in this case means the act of maintain a balanced and peaceful work environment and group atmosphere.

Venerable Thubten Chodron, a famed teacher and expert on Buddhist practices, argues that harmony (a peaceful component of Buddhism), should be incorporated into our work environment as it is where many of us spend most of our days.

Harmonizers in groups may find that leading by example as a helpful way to maintain a positive group dynamic. Chodron offers a tactic that may help demonstrate a harmonic dialogue:

“…practice being mindful of how you speak and act towards others. Be aware of the intentions that lie behind those actions. If you notice that your mind is getting agitated, aggravated, annoyed, jealous, or arrogant, stop and breathe.” (Chodron, 2013).

Nellie T

Harmonizer continued…

The “harmonizer” of the group is concerned with social elements of the groups functioning and is the one who “mediates disagreements among group members.” (Beebe & Masterson, 2015, p.106).

A person in the role of harmonizer may present the following qualities:

1) An unbiased yet active perspective

2) A compassionate speaker

3) A social and respectful character

Nellie T

Negative Roles Within a Small Group

Negative Roles Within a Small Group

Micayla D

Negative Roles within a Small Group

Negative Roles within a Small Group

Throughout our presentation you have seen slides talking about some different roles you see in groups, and how important they are to any group dynamic. However, it is also important to be aware of some negative roles in groups. That way you can be on the lookout for them in your own groups and even in yourself.

Micayla D

The Five Dysfunctions of a Team

If when working with your group or organization you feel that things may seem a little dysfunctional, it may be helpful to be on the lookout for certain characteristics that may be a sign a team member may not be a good fit.

According too Patrick Lencioni’s management book. “The Five Dysfunction of a Team” there are five characteristics that could indicate a team members ineffectiveness to a group.

The five dysfunctional characteristics include;

  • Don’t trust other team members.
  • Fear conflict
  • Don’t be committed to the team.
  • Avoid accountability.
  • Don’t focus on achieving goals. (Beebe S. A)

Micayla D

Negative Individual Roles

When working in small groups it is common for people to take on individual roles. A lot of times these roles can be helpful, keep the group organized and delegate responsibilities, however that is not always the case.

Though someone may take on a negative role in one particular group, it is important to remember that “Roles are dynamic, they change with changing perceptions, experiences, and expectations” (Beebe S. A)

People may choose to take on a negative role to get out of doing work, take control or to gain majority credit.

A contributing factor to what roles people choose to take on in different groups may be determined by who is in that group with them. For example if in a high school classroom Ari was put in a group at random, with people she doesn't’t know, she may take on a positive role as an information giver, to try and impress her co members. However, if she was in a group with her friends, she may take on a role as joker, to utilize the group time as more of a social hour.

Micayla D

Examples of Negative Individual Roles

Blocker

Definition: Generally Negative, stubborn, and disagreeable without apparent reason. (Beebe S. A)

Why its negative? Being the blocker of the group can be looked at as a negative role because people may not want to approach you or work with you in the future if you are consistently negative towards them.

Aggressor

Definition: Destroys or deflates the status of other group members; may try and take credit for someone else contribution. (Beebe S. A.)

Why its negative? Being the aggressor of the group can be looked at as a negative role because you may discourage other group members to participate by being mean to them or claiming their work as your own.

Recognition Seeker

Definition: Seeks the spotlight by boasting and reporting on his or her personal achievements.

(Beebe S. A)

Why its negative? Being the recognition seeker of the group can be looked at as negative because all you care about is the attention for the work you did, not the work completed as a team.

Micayla D

Examples of Negative Roles Continued

Self Confessor

Definition: Uses the group as an audience to report personal feelings, insight and observations. (Beebe, S. A.)

Why its negative: The role of the self confessor can be looked at as a negative role because your group may feel like they are being taken advantage off for you to vent, rather then get work done.

Dominator

Definition: Makes an effort to assert authority by manipulating group members or attempting to take over the entire group. (Beebe, S. A.)

Why its negative: The role of the dominator can be looked at as a negative role if the dominator does not give anyone else a chance to lead.

Special Interest Player

Definition: Works to serve an individual need; speaks for a special group or organization that best fits his or her own biases. (Beebe, S. A.)

Why its negative: The role of the self interest player can be looked at as a negative one because the self interest player has their best interests at heart, not those of the group.

Micayla D

Power

Power can be defined as; “the ability of one person to control or influence some other person or decision” (Beebe, S. A.)

Having a person in your group who holds power over the others, can be considered a negative role. John French and Bertram Raven have classified different kinds of power in five different ways.

Legitimate Power

Legitimate power is when you have power over others because you have been appointed too.

(Beebe, S. A.)

Corrective Power

Corrective power is when the person holds the power because they people they have power over fear a punishment.

(Beebe, S. A.)

Referent Power

Referent power is when you allow someone to hold power over you simply because you like them more then you like someone else.

(Beebe, S. A.)

Reward Power

Reward power is when a person holds power over other based on their ability to reward them.

(Beebe, S. A.)

Expert Power

When the person holds the power because they have more information then the others.

(Beebe, S. A.)

Micayla D

US ARMY Small Group Learning

SSG Paul Hyson

Introduction

Introduction

The strength of a small group learning environment is to allow the learners to interact peer-to-peer during the learning process. This interaction results in synergism – that geometric payoff in learning and retention that comes from interaction. This synergism develops serious problem solving power as varying perspectives are recognized, this recognition develops into blended ideas born from years of experience.

The US Army has learned that this synergism requires effective leadership to reach full benefit.

The Small Group Leader

Leadership as defined in the US ARMY Leadership Field Manual (FM) 6-22 as “The process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improve the organization.”

A Military Small Group Leader (SGL) will have group members in identified roles, however the SGL has multiple and evolving roles that he or she is responsible for. An SGL is the tour guide in the learning/problem solving process.

SGL Roles

Subject Matter Expert (SME). The SME in a particular group is that single individual that has the most experience with the issue/problem. That knowledge allows for discussion topic creation to spark ideas from the other members. The SGL may assign another as the SME, this is common place to allow the SGL to better manage the process of learning or problem solving.

Observer. The SGL is the observer in a Military small group. Watching closely the non verbal cues of the group will identify certain behaviors as the group develops. Accurate observation is crucial for the SGL to help guide the group as it’s lead facilitator

SGL Roles

Facilitator. An effective SGL has invested personal development time to obtain knowledge in the discipline of small group behaviors. SGLs are required to attend several US Army courses prior to being certified as SGLs. These courses develop skills in facilitation and focus on group roles and behaviors.

The success of a small group depends upon the ability of the SGL to guide the group, while guiding they must apply an understanding that the process of the problem solving or learning is just as important as the content. Many Army leaders argue that without the process is far more important than the content.

SGL Roles, Process and Content management

In small groups two things are always happening, something is being discussed (the content), and it is being talked about in a certain way (the process).

The SGL can impact both content and process based on observation. Bringing (content) back on course from a rabbit hole “what if” moment or reminding of discussion rules (process) if the discussion is being dominated by one group member are few examples of this.

SGL Roles, Process and Content management

As the SGL one has to consider three possible courses of action (COAs) in order for the group to be successful.

1. Influence the content

2. Influence the process

3. Choose not to influence either

It may seem odd, but the US Army has research data showing positive results when the SGL sits back and acts as an observer. This is particularly true with more mature/evolved groups such as senior leadership. Allowing conflict in these groups more often than not generates positive and powerful results that lead to change in Military policy.

References

Beebe, S. A., & Masterson, J. T. (2016). Communicating ...

Beebe, S. A., & Masterson, J. T. (2016). Communicating in small groups: principles and practices (11th ed.). Boston: Pearson.

Total Army Training System, Small Group Instructor Training Course, Instructor Manual, Washington, DC, June 1998

Headquarters Department of the Army, Leader Development, Field Manual No. 6-22 (FM 6-22), Washington, DC, 30 June 2015

Beebe, S. A., & Masterson, J. T. (2015). Communicating in small groups (11th ed.). Boston, MA: Pearson.

Chodron, V. T. (2013, September 25). Bringing harmony to the workplace. Retrieved October 28, 2017, from http://thubtenchodron.org/2013/09/good- motivation-job/

Compromise. (2017). In Merriam-Webster.com. Retrieved November 03, 2017, from https://www.merriamwebster.com/dictionary/compromiser.

*History.com Staff. (2009). Henry Clay. Retrieved November 03, 2017, from http://www.history.com/topics/henry-clay

** Quotes Gram. Retrieved November 10, 2017, from http://quotesgram.com/quotes-about-ying-and-yang/.

Roles in Groups. (08, August 21). Retrieved November 19, 2017, from http://www.speaking.pitt.edu/student/groups/smallgrouproles.html

Roles In Groups. (2011, September 15). Retrieved November 19, 2017, from http://www.context.org/iclib/ic09/fcl/

Communication in the Real World: An Introduction to Communication Studies. Retrieved November 19, 2017, from http://open.lib.umn.edu/communication/chapter/14-2-group-member-roles/

Functional Roles of group members. (n.d.). Retrieved from http://jfmueller.faculty.noctrl.edu/toolbox/examples/stowers03/group%20roles%20handout.pdf

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